Management Leadership

This document provides an in-depth analysis of management leadership, including the different forms of leadership and their importance in organizations. It explores the benefits of transformational leadership and the role of management in leadership. The document also discusses key principles of leadership and management in educational settings, such as decision-making, motivation, and conflict resolution.

Running head: MANAGEMENT LEADERSHIP 1
Management leadership
Institution
Student name
Date

Management leadership 2
Table of Contents
Introduction.................................................................................................................................................4
Transformational leadership.......................................................................................................................5
Why transformational leadership................................................................................................................5
Action plan..................................................................................................................................................6
My plan on engaging leadership studies.....................................................................................................6
A deep insight into the matter at hand and time taking..............................................................................7
Consultation................................................................................................................................................8
Allowing criticism and opinions in the process............................................................................................8
How I plan to implement leadership...........................................................................................................9
Excellence appreciation...............................................................................................................................9
Time management......................................................................................................................................9
Conscious duties delegation......................................................................................................................10
The efficiency of dispute solving................................................................................................................11
Conclusion.................................................................................................................................................11
Reference..................................................................................................................................................12

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Introduction
I believe good leadership is the gear running the human resource of the organization at
hand. On the other hand poor leadership is one of the major factors that contribute in bringing
down of organizations. Leadership takes several forms and selection of either depends with the
leader and the environment of application. These forms include, transformational leadership,
democratic, autocratic to name few among the popular forms of leadership.
In my organizational leadership I will embrace the transformational form of leadership to
the human resource but also apply some aspects of democracy and autocracy where the case is
demanding.
Before reflecting on my transformational leadership, I will have a look on the matter
leadership and how it is often confused with management (Boylan, 2016). I was amused on the
findings in my research on how these aspects are confused by human resource.
As a leader, I am determined to create a good working relationship between the
employees themselves, the leaders and management. I will work tirelessly to perceive the visions
for the desired future state of the organization and inspire the human resource to achieve the
goals. I will struggle to motivate human power by giving out goodies or motivation through the
establishment of a kind and mutual relationship between employees and management.
The data I have at hand on transformational leadership explains the view of the leader to
the team members as a collection or a system of the social unit of dedicated personnel to the

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achievement of a given economic goal as well as improvement of the living standards and
environmental conservation. This gives leader the need to appreciate the human power emotions
and support them to ensure sustainability. (Bush, Bell, & Middlewood, 2019).
I realized that all managers are leaders, unlike all leaders who are not managers.
Understanding management by role by deducing information from the theories and concepts and
methods as well as the assumptions to the subject, managers are the human power performing on
behalf of the boss in the organization. They, therefore, exercise the duty of coordination, control,
and planning of the organization resources use and allocation in the most productive
combination.
There is a solid reason as to why I opt for transformational leadership. First I believe
every human has a capacity to deliver if well motivated and coached to achieve the desired
purpose (Cherry, & Jacob, 2016).
Transformational leadership
To my knowledge, transformational leadership is the leadership dedicated to motivating
the human resource, equipping them with the skills necessary to perform the specific task
through coaching them. This form of leadership have an insight to creating visions for the future
state of the organization, inspiring the employees to realize the significance of the vision
realization and motivate them as well as coach them to make the vision realized.

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Why transformational leadership
The leadership is creating a good relationship in the organization between the employees
and the management. A suitable communication protocol is also observed, and the flow of
activity is therefore sustainable. In my course of work, I will focus on motivating the employees
through appreciations with gifts and emotional support.
Action plan
In my leadership practice, I will ensure democracy in conflict resolution and ensure
reliable communication. I will also ensure I motivate the human resource to achieve the visions
and the goals of the organization through ensuring proper duties delegation. Lastly, I will have
an in-depth look into the matter time to ensure the resource is well managed and utilized to the
maximum.
My plan on engaging leadership studies
As contingency leadership theory claims, the efficiency of a leaders depends on the
environment the leader is practicing the leadership role. The theory claims leaders are developed
internally rather than managers who use the well formulated and tested strategies to perform their
duties. The theory claims leadership practice by a given leader in a given functional unit of the
organization is likely to be efficient but insufficient in a different functional unit in the same
organization by the same leader (Connolly, James, & Fertig, 2017).
On giving a deep insight to the leadership practice in the field of business and economy,
you will realize that leadership in practice is a matter of efficient decision making and inspiring

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as well as motivating the available teamed human power to implement the goals. The suggestion
on this not is that leadership is a matter of intelligence and intelligence is a subject to learn in a
class setting. The mind of the learner is stimulated and jumpstarted to think critically strategize
the most efficient solution to the matter.
Concerning my engagement in the learning process of the leadership concept in the
business setting, I realized I have to make use of the following critical information to develop my
leadership to the competent heights:
A deep insight into the matter at hand and time taking
I was amused to learn some leaders randomly make a decision and call for their
implementation without relooking on what complication the decision is likely to result. Deciding
on a random manner subjects the business to failure in case the decision eases not competent
(Gopee, & Galloway, 2017). To this effect, I decided to make a decision only after having a deep
self-engagement in critical evaluation of the problem and challenging the implementation of the
decision to make sure I develop a mechanism to handle the drawbacks related to the decision.
The change in time results to changes in other sectors, and this can’t be underrated for
granted. As a leader, I am conscious of these changes, and I must ensure I strategize the means to
handle them. Decisions made and implemented long in the past and worked out well may fail the
organization if put into use later in the same organization. Imagine if the traditional motivation
models where the employees were motivated using physical goodies and massive pay, today the
employees need to be further supported by emotional understanding and appreciation as well as

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the establishment of a good relationship between the employees and the management (Hallinger,
2018).
Consultation
I believe in consultation in my leadership style. After making a decision, I will ensure I
practice consultation from both renowned leaders I trust as well as implementing human power.
The prominent leader may depict the incompetence of the decision and give an idea that will
work better or even approve my decision if it is wise (McCaffery, 2018). The implementing
human power consultation also will help me to identify the chases that implementing the
decision at hand will face opposition and rejection.
Allowing criticism and opinions in the process
I bet decisions that don’t face criticism are either super competent or are of less value to
implement. I will allow my leadership practice to encourage critics and opinions from the
general public and implementing human resource in the organization. Critics and opinions act as
a good source of perfecting ideas to the decision.
If you disregard the opinions and the critics from the people, it means you undermine the
thinking power of the individuals in the surrounding (Paliszkiewicz, Gołuchowski, & Koohang,
2015). As a competent leader, you should encourage the above but evaluate the ideas along with
the critics and the opinions critically to evaluate whether they are healthy to give a trial or they s
hatred grounds.

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How I plan to implement leadership
Leadership is not a fixed follow route to the destination; it all depends on the manner the
leader decides to implement ideas as long as the motivation and inspiration get its way home. I
plan to practice the following in my leadership.
Excellence appreciation
Appreciating the best performance is one of the motivation factors a leader can’t ignore.
From the learning institutions, there is quite sufficient evidence to the motivation accrued to this
practice.
As a leader, I will ensure I award my team members based on their performance on
account of what is likely to inspire them and the others to work hard. The prizes may include an
appreciation with the physical goodies or emotional awards like availing reserved parking for the
best performance (Peachey, Zhou, Damon, & Burton, 2015). The likelihood is high that the
awarded individual will not appear in the list on the next trade period on the foundation of man’s
jealousy, thus working hard competing their fellows out and win the prize. tand onThis is a
double motivation resulting in quality and quantity production, reducing market shortages; hence
consistency, thus profit and financial sustainability.
Time management
In business, a goal is achieved if it was accomplished within the time limit set and the
budget estimated. If either of the budget or the time limit is exceeded in the realization of the
objective of the business, the goals are said not to be achieved.

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As a leader, I will ensure full-time consciousness on element time in the organization
activities. I will strive hard to ensure scenarios resulting to time wastage in the organization are
reduced with the likes of chanting and fun making as well as the uncontrolled human resource
movement to ensure production is the primary goal and most of the organizations time is directed
to it (Pihlainen, Kivinen, & Lammintakanen, 2016). This, however, doesn’t imply the employees
will have to work for extra hours or exponential speed since it will eat up on quality and result in
rejection and opposition by human power.
Conscious duties delegation
Creating a team and delegating members duties that don’t match their skills is one of the
biggest mistakes the team leader can ever make in business. Under my leadership, I will ensure
the duties delegation is a process that is well organized and done in accordance to the skills of
the individuals as opposed to those that are done under nepotism and corruption practices.
I will encourage young and fresh mind in the business activities, but this doesn’t mean I
will substitute them with the highly experienced old human resource. The young graduates are
more productive if their skills and field of expertise match the duties delegated to them, but this
has to be supported with guidance from the experienced human power (Shek, & Lin, 2015).
Delegating complicated duty to a person picked right after graduation torments the
organizational progress due to lack of sustainability in the given field.

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The efficiency of dispute solving
Conflicts and disputes are part of life; possibly, if this is deemed to exist, somebody is
being oppressed in and fears to speak up to avoid dramas. I will ensure I solve employees dispute
in a manner the two are likely to become inseparable friends rather than holding grudges. I will
avoid my best-being bias or siding with one party in conflict since this will only be extended to
conflict rather than solving it (Sikipa, Rice, Dawodu, & Kokwaro, 2019).
Conclusion
In this report, I reflect in details on the field leadership as long as the business case is
concerned. I have given an insight into the transformational leadership and compared it with
management to eliminate the confusion in the public domain between the two. I have detailed
leadership as a science of decision making that requires a high level of intelligence, which is a
subject to learn in an academic setting. I have looked at how the intelligence I gained in my
study on the leadership studies will improve my leadership and concluded with developing a
leadership strategy I will apply as a sign of prowess.

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Reference
Boylan, M. (2016). Deepening system leadership: Teachers leading from below. Educational
management administration & leadership, 44(1), 57-72.
Bush, T., Bell, L., & Middlewood, D. (Eds.). (2019). Principles of Educational Leadership &
Management. SAGE Publications Limited.
Cherry, B., & Jacob, S. R. (2016). Contemporary nursing: Issues, trends, & management.
Elsevier Health Sciences.
Connolly, M., James, C., & Fertig, M. (2017). The difference between educational management
and educational leadership and the importance of educational responsibility. Educational
Management Administration & Leadership, 1741143217745880.
Gopee, N., & Galloway, J. (2017). Leadership and management in healthcare. Sage.
Hallinger, P. (2018). Surfacing a hidden literature: A systematic review of research on
educational leadership and management in Africa. Educational Management
Administration & Leadership, 46(3), 362-384.
McCaffery, P. (2018). The higher education manager's handbook: effective leadership and
management in universities and colleges. Routledge.
Paliszkiewicz, J., Gołuchowski, J., & Koohang, A. (2015). Leadership, trust, and knowledge
management in relation to organizational performance: Developing an instrument. Online
Journal of Applied Knowledge Management, 3(2), 19-35.

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Peachey, J. W., Zhou, Y., Damon, Z. J., & Burton, L. J. (2015). Forty years of leadership
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